Seye Olufunwa

My parents instilled a competitive nature in us. They gave us the ability to deal with societal biases and the mental fortitude to persevere in the face of adversity. When you are academically excellent and professionally adept, an interviewer will struggle to reject you because of the colour of your skin. We were always well prepared and knew that if we didn’t get the job, we could rest well knowing we had done our best. I never wanted to think I may not have gotten a job because of the colour of my skin; it’s hard to say whether I’ve experienced hiring discrimination. However, I have always used rejection to motivate me and make me push harder for the next opportunity. When I got my shot, I would prove not only that I deserved to be there but that I could add value.

My own route to becoming a lawyer was a bit unusual. I wanted to experience different environments, to get a feel for the types of places where I could possibly practice. Prior to my training contract I was a paralegal in the London office of a white-shoe firm and other London “City” firms, and was also in-house at a multinational technology company. Each of these experiences provided foundational growth. They taught me about the kind of legal career environment I wanted to be in, and helped define the lawyer I aspired to be.

The path to law can be difficult and challenging at times for diverse people. If you persevere, though your journey may have been more arduous, your appreciation for your achievements will be far greater. Of course, the battle doesn’t end when you get the job—what about promotions or other internal opportunities? Select an employer with a proven track record of practicing diversity, inclusion and equity, because excellence and brilliance are sometimes sadly not enough. I always said that when my foot was through the door, I’d actively fight for the profession to become far more inclusive for those seeking a legal career.

At Crowell I feel at ease and can be my authentic self, probably for the first time in my career. You hear a lot about what firms are doing to promote diversity, equity and inclusion, but sometimes the gap between what you are told and what you actually experience is wide. Many firms want to tick DEI boxes, however their commitment to genuine progress is questionable. Crowell, on the other hand, was a pleasant surprise. It is obvious that people here really do care. We have had candid internal conversations about race and equality, difficult conversations that other law firms may shy away from. When a law firm is so committed to having these frank, open and honest conversations, it’s clear they care and are advocates for change.

If I have concerns or questions that I want to raise, I feel comfortable knowing that no one is going to take issue. Instead, Crowell embraces the challenging conversations. At Crowell the question has always been, “how can we be better, advance change and be better allies?” It is encouraging to work in a place where people are happy to be themselves without fear of being judged, and can not only speak freely but also be heard.